Overview of 5OS03
This unit ranges from key aspects of learning provision and support within an Organisation learning environment. Within it, it examines how learning and development are associated with aspects of the Organisation and how this fosters individual and Organisational performance. The unit then looks at the progression of learning in program design, development, and delivery as well as how informal learning approaches may be encouraged.
What you will learn from 5OS03
You will start by reviewing core themes and issues, which are at present influential in the delivery of learning and development initiatives, goals, and New Technologies as well as altering Government agendas. You will also look at how learning and development relate to the rest of the organisation to achieve organisational objectives. As a part of the course, you will be introduced to a wide number of learning and development methods and various combinations that can be applied to create solutions that would keep learners engaged and achieve learning outcomes.
Furthermore, you will learn about methods to adopt when learning in a group and how the environment in which learners are placed – be it physical or through technology – plays a central role in the learning process. And last, you will compare the opportunities and threats of several approaches to the description of informal and self-organized learning and then identify what measures learning professionals can take for the promotion of informal, individual learning in organisations.
Table of Contents
50S03 Assignment Task 1: Understand how learning and development connect with other areas of the organisation.
AC 1.1. Explore key themes and agendas that are currently shaping the provision of learning and development in organisations.
AC 1.2. Explain different ways learning and development connect with other areas of the organisation and support the achievement of business goals and objectives.
AC 1.3 Evaluate methods for identifying learning and development needs and requirements at different levels:
organisation
team
Individual.
50S03 Assignment Task 2: Understand the design of learning and development solutions.
AC 2.1 Discuss different learning methods and how they can be blended to form engaging learning and development solutions.
AC 2.2 Explain concepts of, and strategies for, supporting the transfer of learning to the workplace.
AC 2.3. Assess the importance of including evaluation and impact assessment at the design stage.
50S03 Assignment Task 3: Understand the importance of facilitating learning in different contexts.
AC 3.1. Discuss techniques for facilitating learning in groups and how these can be used to enhance learner engagement.
AC 3.2 Evaluate how online facilitation differs from face-to-face facilitation for facilitators and learners.
AC 4.1 Assess the potential benefits and risks of informal and self-directed learning for individuals and organisations.
AC 4.2 Recommend steps that learning professionals can take to encourage informal learning in organisations and support individuals in managing their learning.
Please Write Fresh Non Plagiarized Assignment on this Topic
Order Now
5OS03 Task 1: Understand how learning and development connect with other areas of the organisation.
AC 1.1. Explore key themes and agendas that are currently shaping the provision of learning and development in organisations.
Answer:
The basic key agenda and themes that are recently in used for shaping the provision of learning and development in an organisation:
- A constant need for changing work and organisation
- Challenges within the business environment pushing for organisational flexibility
- Evolving characteristics of the labour force
- Technology and e-learning
- The growth of globalisation.
AC 1.2. Explain different ways learning and development connect with other areas of the organisation and support the achievement of business goals and objectives.
Answer:
In the following sections, there are several possibilities as to how learning and development may relate to other Organisation fields and contribute to the realization of business objectives and aims.
- One is that employees are allowed to attend training sessions that can enhance their knowledge and thus what they produce in the Organisation. This involves activities such as providing training workshops, e-learning programs, and other forms of developmental activities that are associated with the employees’ Organisational responsibilities.
- Another way is to fund the acquisition of other innovational hard skills, including interpersonal, communication, and collaboration. Such can be implemented under team-building events, mentor-charge assignments, and other forms of group training.
- Another way learning and development can also facilitate the accomplishment of business objectives in as much as it offers employees a chance to grow in their careers. This can be achieved through career management programs, leadership management programs, and other programs in an Organisation that assist employees in advancing in their workplace.
Therefore, learning and development have to be seen as being able to contribute to the achievement of a variety of business goals and objectives. Retraining and retraining of employees, soft skill development, knowledge enhancement, and career development learning and development help in enhancing the performance of the employees and in the overall growth and development of the Organisation.
AC 1.3 Evaluate methods for identifying learning and development needs and requirements at different levels:
- Organisation
- Team
- Individual.
Answer:
- Organisation: Introducing the vision, values, and strategies of the organisation and then determining the training and development needs to continue achieving the effectiveness of the organisation. For instance, a business analysis may reveal the need to have leadership development programs in an organisation.
- Team: Using co-sourced systems, for example through 360-degree feedback, to monitor work- related activities and behaviors to pinpoint where learning to enhance staff performance might be effective.
- Individual: Determination of development requirements at a personal level including questionnaires, interviews, appraisal, and psychometric tests.
5OS03 Task 2: Understand the design of learning and development solutions.
AC 2.1 Discuss different learning methods and how they can be blended to form engaging learning and development solutions.
Answer:
Each of the mentioned approaches can be combined into various types of methods used in designing effective learning and development solutions. It may be done by identifying the have-to-learn needs of the learner and the organisation and deducing the learning methods that will suit both.
Among the common learning approaches, are classroom learning approach and e-learning kind of approach, job training, and Approach using mentoring.
- Classroom-based training is conveyed by a trainer to the learners in a classroom environment. They can be used to introduce new skills or knowledge or alternatively in the process of revising a given skill.
- E-learning means learning that is done by computer-based programs or through an internet network. It can be used in teaching many types of content as it is a rather free learning method.
- It is a type of training technique that involves learning that takes place while working on the job. It can be used in the teaching of different courses.
- Mentoring is a type of cooperative association in which a knowledgeable worker trains another in an orderly procedure. It is an effective training delivery model that can be used to enrich and foster numerous agenda-technology-based learning styles.
Each of these learning methods has strengths and weaknesses which have to be taken into account when deciding which should be employed. However, this implies that it is possible to deliver interesting learning and development solutions, which would satisfy employees' and Organisational needs because of merging various methods of learning.
AC 2.2 Explain concepts of, and strategies for, supporting the transfer of learning to the workplace.
Answer:
Concepts
- Kirkpatrick’s Model: Assesses results of training at four stages, namely; reaction, knowledge, behavior, and performance.
- Katzell’s Framework: Emphasizes the value of aligning the learning objectives with Organisational objectives in order to add value.
- Brinkerhoff’s Success Case Method: Select best practice learning to enhance training efficiency.
- Learning Transfer Evaluation Model (LTEM): Consists of values that stress how to achieve outcomes and results as opposed to mere doctrines of Organisational behavior.
- A focus on learning is designed to bring about changes in performance, skills, or behaviors as opposed to learning as a process in itself.
Strategies
- Learning Evaluation and Impact Measurement: Reflect evaluation processes during the development of the first program.
- Action Planning: Formulate an Implementation plan during workplace training.
- Work-Based Projects: Begin real-life projects in training that should be further pursued after graduation from the program.
- Peer Review and Communities of Practice: Encourage interactivity to support learning and exchange of knowledge.
- Follow-Up Activities: It is also important to have follow-up meetings to assess the level of understanding of the participants following the training.
- Work-Based Coaching and Assessments: Offer employees and Organisations constant coaching and assessment in the working environment.
Role of Line Managers:
- Is involved in the program's developmental process and implementation.
- There should be an opportunity to facilitate post-training coaching coupled with the evaluation of performance.
- Promote cross-functional, informal learning.
- Fully support and sustain action plans’ implementation with the help of resource recommendation and consultation.
AC 2.3. Assess the importance of including evaluation and impact assessment at the design stage.
Answer:
In the following sections, we explain a few general measures for encouraging learning in groups to ensure increased engagement of the learner. One way is to use a variety of activities and tasks so that there can be task completion in different mental modes. This could range from having the students work with their neighbors or in small groups as a way of tackling given tasks, asking the students to ask questions about the given material on their own, or parceling the material into units that would in turn be easier to teach.
Another approach to enhancing the level of interest among stakeholders is the provision of proper and frequent feedback. Effective feedback for students consists of informing the student not only about the understanding of the content but also about possible gaps that may be relevant to the student’s further education. Furthermore, evaluating the knowledge in a timely fashion allows the students to assimilate the new information thus updating their schema.
There needs to be an environment in which the targeted learning can take place. This includes leaving a comfortable feel, ensuring there are enough tools, and most importantly, total respecting of one another.
5OS03 Task 3: Understand the importance of facilitating learning in different contexts.
AC 3.1. Discuss techniques for facilitating learning in groups and how these can be used to enhance learner engagement.
Answer:
Nowadays many techniques can be used to promote learning in groups for improved learner interaction.
- One of these is to offer avenues through which learners can make presentations to the other learners in the cohort. This can be done in a discussion arrangement or by setting tasks that will compel the learners to work even in groups.
- Another approach in the support of learning is to offer guidelines and links that the learners are able to follow to enhance their learning. This may mean developing a set of written instructions, sharing Web links, or modeling a task. If one were to be specific with these guidelines, learners would understand them better and thus be in a position to work towards their learning proactively.
- Last but not least there must be an appropriate and positive learning environment. This means that learners should be allowed to come out with questions without fearing that they will be ridiculed that their ideas will be scorned or their feedback will be brought with a view of embarrassing them. In this way, by bringing a positive attitude to the learning, groups will remain motivated while achieving learning goals.
AC 3.2 Evaluate how online facilitation differs from face-to-face facilitation for facilitators and learners.
Answer:
What has been noticed here is that several differences exist between online facilitation and face-to-face facilitation.
- This will mean that one of the most discernable differences will be that with online learning, will not have to go with any physical classroom. This will mean that learners in an online environment will not be able to interact with their fellow learners and the facilitators at a personal level.
- Another is that most online facilitation involves the use of technology and not face-to-face facilitation. Moreover, students in an online course will have to use a computer, or other device, to engage in the course.
- Online facilitation is also found to be more convenient than actual physical facilitation. This is because learners are able to retrieve educational content over the internet at their own convenience and from any other place. Also, the facilitators can organize learning that occurs in a virtual platform as a self-paced mode in which the learners undertake various tasks at their own preferred time.
However as we have seen with the different aspects of online facilitation, there are pros as well as cons involved with the process, although the pros outdo the cons in my opinion. Such advantages may be applicable to the facilitator as well as learners in various formative processes.
5OS03 Task 4: Understand the importance of alternative methods of learning for individuals and organisations.
AC 4.1 Assess the potential benefits and risks of informal and self-directed learning for individuals and organisations.
Answer:
Potential Benefits of Informal and Self-Directed Learning:
In particular, incidental and adjunct learning may bring a set of various advantages for individuals and organisations.
- It can help make available learning for learners at their convenience hence making learners learn at their own pace and convenience. It can also be of great advantage to those people who have a lot of working time or those who have a preference for non-formal schooling.
- Also, informal and self-learning can be presented in strict accordance with the learner’s needs. Such a pro-arrangement means that learners can key in on areas of their interests, which in practice enhances the learning outcomes.
- Informal and self-directed learning may be less costly than Learning because the means used for Learning do not need to be associated with a specific type of Learning setting.
Potential Risks of Informal and Self-Directed Learning:
Of course, there are a lot of advantages associated with informal and self-organized learning and training, but there are some threats as well.
- Learners are on their own they cannot be expected to cover all the contents covered in a traditional classroom setting.
- Independently, learners who decide to learn informally or by their learning approaches may lack the backing of peers or professionals and hence may end up with learning-related frustrations or loneliness.
- Since learners are not in contact with teachers or other professional learners, there is a tendency to get involved in activities that may not be relevant to the learning.
As we know, there are advantages and disadvantages of informal and self-directed learning and therefore, these factors have to be taken into consideration during evaluation.
AC 4.1 Recommend steps that learning professionals can take to encourage informal learning in organisations and support individuals in managing their learning.
Answer:
Below are some proactive measures that as a learning professional you can start carrying out so that informal learning in organisations can be fostered and individual learners can be assisted to self-direct their learning process. Here are some examples:
- Encourage informal learning to the advantage of individuals and Organisations. Exposure to Information through informal learning can be far more effective and efficient in helping the learner acquire new knowledge and skills and stimulate creativity as well as problem-solving strategies.
- Facilitate learners to make them realize how they can learn informally at the workplace. They may be required to help the professionals speak to their peers and join social media platforms or events in their line of business.
- Support people to plan for learning recommending both structured learning including educational programs such as postgraduate studies and on-the-job education. This will assist them in optimally developing both categories of learning and therefore advance their progression notably.
- Statistics can be given so as to be able to make people understand through word of mouth. This would mean ensuring client needs are met through an offer to link them to useful websites, access online learning resources, or receive coaching and mentoring.
That is why it is necessary to encourage organisations to help people build conditions for informal learning. It could mean raising awareness of a knowledge-sharing culture, allowing people to ‘borrow’ knowledge and skills, flexible working, or using social learning platforms.
Pay for Non Plagiarized & Properly Structured Assignment Solution
Buy Now
